Talent Acquisition & HR Operations

1. Position Details

Location: Delhi NCR, India
Employment Type: Full-Time
Position: Assistant Manager – HR
Experience: 5–15 Years
Department: Human Resources
Reporting To: Founder & CEO / Leadership Team
Travel: As required
Candidate Preference: Female candidates preferred
Future Team: HR Executives, Talent Acquisition Executives, Recruitment Coordinators & HR Interns

Business Verticals

Detective Guru™ – Investigation, Verification & Intelligence Services
Detective Guru Academy™ – Professional Training, Certification & Skill Development
Detective Guru Publications™ – Books, Research Publications & Educational Resources
Detective Guru Franchise Network™ – National expansion through franchise operations

3. Role Overview

This is a leadership-oriented HR position involving both strategic and operational responsibilities.

The selected candidate will be responsible for:

Building and strengthening the HR function
Developing structured HR systems and processes
Managing end-to-end recruitment
Building high-performing teams
Managing the complete employee lifecycle
Supporting organisational culture and employee engagement
Implementing technology-driven HR practices
Supporting the company’s expansion across India

The role goes beyond routine recruitment or administration and provides an opportunity to build scalable HR systems for a growing organisation.

4. Mission of the Role

The primary objective is to build, strengthen and scale the Human Resources function.

Key focus areas include:

Talent acquisition
Workforce planning
HR operations
Employee onboarding
Performance management
Employee engagement
Learning & development
HR documentation and compliance
Exit management
HR technology and automation
Organisational culture development

5. Key Responsibilities

A. Talent Acquisition & Workforce Planning

Understand manpower requirements with department heads.
Prepare annual and quarterly recruitment plans.
Develop manpower forecasting strategies.
Create and update professional Job Descriptions.
Build talent pipelines for current and future requirements.
Develop succession planning strategies.
Ensure timely recruitment without compromising candidate quality.
Maintain an organised candidate database.
Continuously improve recruitment processes and efficiency.

B. Recruitment & Selection

Manage the complete recruitment lifecycle, including:

Resume screening
Candidate shortlisting
Telephonic screening
HR interviews
Behavioural interviews
Interview coordination
Interview scheduling
Candidate evaluation
Salary negotiation
Reference verification
Offer rollout
Candidate follow-up
Joining coordination

The candidate should evaluate applicants not only for technical capability but also for cultural alignment and long-term potential.

C. Placement Agency & Recruitment Partner Management

Develop and maintain relationships with:

Placement agencies
Executive search firms
Recruitment consultants
Staffing partners
Campus placement cells
Universities and colleges
Professional institutions
Industry associations

Responsibilities

Share hiring requirements and JDs.
Coordinate recruitment timelines.
Coordinate interviews.
Evaluate agency-submitted candidates.
Track agency-wise hiring performance.
Negotiate commercial terms where required.
Develop a preferred recruitment vendor network.
Build partnerships for:
- Internship hiring
- Fresher recruitment
- Leadership hiring

D. Recruitment Platforms & Talent Sourcing

Recruitment Platforms

LinkedIn Recruiter
Naukri Recruiter
Indeed
Foundit
Apna Jobs
Internshala

Key Objectives

Build strong talent pipelines.
Maintain candidate databases.
Source active and passive candidates.
Improve hiring quality.
Reduce recruitment turnaround time.

E. Employer Branding

The HR function will contribute to strengthening the organisation’s image among prospective employees.

Responsibilities include:

Manage recruitment branding.
Coordinate recruitment campaigns.
Work with the Marketing Team.
Improve candidate experience.
Maintain professional candidate communication.
Strengthen relationships with recruitment partners and educational institutions.

6. HR Operations

Manage day-to-day HR operations, including:

Employee records
Personnel files
Attendance
Leave management
HRMIS updates
Payroll coordination
Employee documentation
Policy implementation
Compliance support
Confidential HR records

Accuracy, confidentiality and professionalism are expected at all times.

7. Employee Onboarding & Induction

Manage the complete onboarding process:

Offer acceptance
Joining formalities
Document verification
Employment agreements
NDA execution
Welcome kit coordination
Employee orientation
Department introduction
Training coordination
Probation monitoring
Confirmation process

The onboarding process should ensure employees understand the organisation’s:

Values
Systems
Expectations
Processes
Responsibilities

8. Performance Management

Support a performance-driven culture through:

KPI & KRA coordination
Performance reviews
Probation reviews
Confirmation recommendations
Increment process coordination
Promotion recommendations
Performance Improvement Plans (PIP)
Rewards and recognition support

The objective is to encourage:

Measurable performance
Accountability
Employee development
Continuous improvement

9. Learning & Development

Responsibilities include:

Identify training requirements.
Coordinate internal and external training.
Support AI adoption across departments.
Maintain training records.
Develop learning calendars.
Coordinate onboarding training.
Encourage continuous professional development.

10. Employee Engagement & Culture

Build a professional and positive workplace culture through:

Employee engagement activities
Internal communication
Recognition programmes
Employee feedback
Team-building initiatives
HR surveys
Workplace culture initiatives

The desired culture should promote:

Professionalism
Respect
Ownership
Accountability
Continuous learning

11. HR Documentation & Compliance

Maintain accurate and confidential HR documentation, including:

Offer letters
Appointment letters
Employment agreements
NDAs
Employee handbook acknowledgements
Confirmation letters
Promotion letters
Salary revision letters
Warning letters
Appreciation letters
Experience letters
Relieving letters
Exit documentation

12. Exit Management

Manage employee exits professionally:

Resignation handling
Exit interviews
Full & final coordination
Asset recovery
Knowledge transfer
Experience and relieving letters
Employee feedback analysis

13. Franchise HR Support

Support HR activities across the franchise network:

Conduct online HR interviews.
Assist franchise partners with recruitment planning.
Support franchise employee onboarding.
Develop HR processes for franchise operations.
Maintain HR standards across the franchise network.

14. Regional Office HR Support

Support HR operations and recruitment for planned regional offices:

Delhi NCR – Head Office
Mumbai – West India
Bengaluru – South India
Kolkata – East India

The candidate should be willing to travel when required for:

Interviews
Recruitment drives
Onboarding
HR operations
Regional HR support

15. Team Leadership & Development

As the organisation grows, the selected candidate will help build and lead the HR team.

Future Team Structure

HR Executives
Talent Acquisition Executives
Recruitment Coordinators
HR Interns

Leadership Responsibilities

Delegate responsibilities.
Coach and mentor team members.
Monitor recruitment quality.
Review HR performance metrics.
Build scalable HR systems.
Promote ownership and professionalism.
Encourage continuous improvement.

16. Technology & Software Skills

The candidate should be comfortable working with modern HR technology.

HR Software

Practical knowledge of:

Zoho Recruit
Zoho People
Zoho CRM

Experience with other HRMS/ATS platforms will be an advantage.

Productivity & Collaboration

Google Workspace
Microsoft Word
Microsoft Excel
Microsoft PowerPoint
Microsoft Outlook
Google Drive
Google Calendar
Google Forms
Google Sheets

Email & Automation

YAMM
Gmail
Email templates
Email campaign coordination
Calendar scheduling

Virtual Communication

Google Meet
Zoom
Microsoft Teams

17. AI Tools & Automation

The organisation encourages responsible use of AI to improve:

Productivity
Documentation
Communication
Decision-making
HR processes

Preferred AI Tools

ChatGPT
Google Gemini
Microsoft Copilot
Perplexity AI
NotebookLM
Gamma
Grammarly
Canva AI

Knowledge of workflow automation platforms such as:

Zapier
Make
n8n

will be an added advantage.

18. Key Performance Indicators (KPIs)

Performance will be evaluated using measurable outcomes.

Recruitment KPIs

Time to Hire
Quality of Hire
Offer Acceptance Ratio
Joining Ratio
Recruitment Cost Optimisation
Candidate Experience

Employee Lifecycle KPIs

Probation Success Rate
Employee Retention
Employee Satisfaction
Training Completion Rate
HR Documentation Accuracy

19. Ideal Candidate Profile

The ideal candidate should be:

Confident and mature
Professional and well organised
Strong in communication
Experienced in Talent Acquisition and HR Operations
Strong in interviewing and negotiation
Effective in people management
Highly organised and analytical
Capable of independent decision-making
Comfortable with technology and AI
Willing to travel when required
Committed to confidentiality and ethical conduct

Preferred Qualifications

Female candidates preferred.
5–15 years of relevant HR experience.
MBA/PGDM in Human Resources preferred.
Graduates with strong HR experience may also be considered.
Strong written and verbal communication in English and Hindi.

20. Career Growth

Career Progression

Assistant Manager – HR
↓
Manager – Human Resources
↓
Senior Manager – Human Resources
↓
Head – Human Resources & People Operations
↓
General Manager – Human Resources
↓
Director – People & Culture

Career progression will be based on:

Performance
Leadership capability
Organisational contribution
Readiness for higher responsibilities

21. Performance, Rewards & Career Growth

The organisation states that employee rewards and career progression are linked to:

Performance
Contribution
Knowledge
Attitude
Integrity
Ownership
Commitment
Level of responsibility

The document states that:

Outstanding performers may receive salary growth starting from approximately 20%.
Exceptional performers may receive increments of 50% or higher, depending on contribution and value created.
Performance-based incentives may be introduced.
Recognition and special rewards may be provided.
High-potential employees may receive accelerated career progression opportunities.

Core principle:

“We Reward Merit, Not Just Tenure.”

22. Who Should Apply?

This opportunity is intended for HR professionals who:

Enjoy building high-performing teams.
Focus on long-term talent development.
Can independently manage the employee lifecycle.
Enjoy creating HR systems and processes.
Are comfortable with HR technology and AI.
Have strong communication and relationship-building skills.
Maintain high standards of integrity and confidentiality.
Enjoy working in a dynamic, growing organisation.
Believe in continuous learning.
Aspire to build a long-term HR leadership career.

23. Who May Not Be the Right Fit?

The organisation states that the role may not be suitable for professionals who:

Prefer only routine administrative HR work.
Are uncomfortable with ownership and accountability.
Are unwilling to learn new technologies and AI tools.
Prefer highly bureaucratic or slow-paced environments.
Are seeking only a short-term job.
Are unwilling to travel when required.
Allow personal mobile/social media use to affect productivity.
Frequently engage in unnecessary gossip or office politics.
Are unwilling to maintain a professional and disciplined workplace.
Smoke, consume alcohol or use intoxicating substances, or are not comfortable supporting a substance-free workplace culture.
Do not align with the organisation’s stated values of:
- Integrity
- Professionalism
- Confidentiality
- Discipline
- Continuous learning

24. Overall Role Summary

The Assistant Manager – HR (Talent Acquisition & HR Operations) will be responsible for building and managing a structured HR function while supporting the organisation’s expansion.

The role combines:

Talent Acquisition + HR Operations + Employee Lifecycle Management + HR Technology + AI + Employee Engagement + HR Strategy + Team Leadership

The position is intended for an HR professional who can combine hands-on execution with leadership, process building and long-term organisational development.

ACME HR CONSULTING